TRAINING NEED ANALYSIS

&
Needs Assessment Techniques (praktikum)

Novia Sinta R., M.Psi., Psikolog

Fakultas Psikologi UMBY
Needs Assessment Techniques

Observation Questionnaires

Focus Documentation
Interviews Groups
 METODE PENGUMPULAN DATA

 Kuesioner
 Observasi
 Wawancara
 Focus Group Discussion
 Reguler meeting
 Mempelajari data perusahaan
 Mempelajari uraian jabatan
 Membentuk kelompok pakar/ penasehat
Advantages and Disadvantages of Needs
Assessment Techniques (1 of 3)

Technique Advantages Disadvantages

Observation Generates data Needs skilled observer
relevant to work Employees’ behavior
environment may be affected by being
Minimizes interruption observed
of work
Questionnaires Inexpensive Requires time
Can collect data from Possible low return rates,
a large number of inappropriate responses
persons Lacks detail
Data easily Only provides
summarized information directly
related to questions
asked
Advantages and Disadvantages of Needs
Assessment Techniques (2 of 3)
Technique Advantages Disadvantages
Interviews Good at uncovering details Time consuming
of training needs Difficult to analyze
Good at uncovering causes Needs skilled interviewer
and solutions of problems Can be threatening to SMEs
Can explore unanticipated Difficult to schedule
issues that come up
SMEs only provide information
Questions can be modified they think you want to hear

Focus Groups Useful with complex or Time consuming to organize

controversial issues that Group members provide
one person may be unable
or unwilling to explore information they think you
want to hear
Questions can be modified
to explore unanticipated Status or position differences
issues may limit participation
Advantages and Disadvantages of Needs
Assessment Techniques (3 of 3)
Technique Advantages Disadvantages

Documentation Good source of You may not be able to

(Technical information on understand technical
Manuals and procedure language
Records) Objective Materials may be
Good source of task obsolete
information for new
jobs and jobs in the
process of being
created
Kebutuhan pelatihan muncul karena alasan:
 Orientasi anggota baru
 Meningkatkan kinerja jika terjadi penurunan atau belum
sampai titik optimal
 Menjaga kinerja  dari keusangan

Masalah-masalah kinerja disebabkan;

 Kurangnya kemampuan
 Kurangnya upaya
 Kurangnya pengetahuan tentang pekerjaan, struktur tugas
dan struktur organisasional
Unsur-unsur dalam Needs Analysis

 Keterlibatan semua pihak dalam proses analisis

 Analisis digunakan ut menanggulangi kesenjangan kinerja
atau mengantisipasi perubahan dan mengidentifikasi
tindakan yang perlu dilakukan
 Analisis pekerjaan dilakukan ut menentukan tugas yang
diperlukan dlm pelaksanaan pekerjaan. semua kegiatan
harus diidentifikasi, dokumentasi dan diprioritaskan sesuai
dg tujuan organisasi
 Hasil temuan tercatat/terdokumentasikan
 Menyeleksi kebutuhan pelatihan
 Langkah-langkah menganalisis
• Bandingkan antara kemampuani
Analisis
saat ini dan keahliani yg
kesenjangan
diinginkan

• Apakah kebutuhan yg diidentifikasi tepat

Identifikasi dan sesuai dg tujuan perusahaan
Prioritas

Identifikasi • Keefektifan dan

penyebab ketepatan
masalah / solusi
peluang

• Pemilihan jenis intervensi

Identifikasi berupa perencanaan
strategi, restrukturisasi
solusi & organisasi, manajemen
peluang kinerja dan/ pembinaan tim
Faktor-faktor yg menjadi Pertimbangan dalam
memilih teknik analisis kebutuhan pelatihan adl;

 Tingkat / kadar kesenjangan yg muncul

 Ketersediaan daftar tugas/pekerjaan/jabatan yang sama
 Ketersediaan dan akurasi prosedur pekerjaan
 Ketersediaan laporan analisis pekerjaan pelaksanaan
tugas/pekerjaan/jabatan
 Kualitas bahan pelatihan yang tersedia
 Ketersediaan dan kualitas masukan yg perlu dari sumber
yang relevan